Employers could soon see a major slowdown in productivity, new research suggests.

Thirty-two percent of U.S. workers say they are seriously considering leaving their employers, according to a survey released Monday by Mercer LLC, a global consulting company. Mostly young workers — 40 percent of employees ages 25 to 34 and 44 percent of those 24 and younger — have one foot out the door, reported The Wall Street Journal.

The survey was conducted at the end of 2010 on Mercer’s behalf by research firm Toluna, which polled more than 2,400 U.S. workers nationwide. While respondents hail from employers of various sizes – the smallest with between 100 and 199 workers and the largest with 5,000 or more — the findings could prove particularly troublesome for small-business owners. Their workforces are normally limited in size, and the weak economy has forced many in recent years to downsize to even lower levels.

The survey offers a few possible reasons to explain why so many workers are tempted to seek out new jobs, even though there the competition for employment these days is stiff. The Labor Department reported a national unemployment rate of 9.1 percent in May.

Fifty-three percent of respondents said they were satisfied with their base pay, down from 58 percent in 2005, the last time this survey was conducted. Sixty-eight percent rated rate their overall benefits program as good or very good, down from 76 percent in 2005, while 59 percent say they are satisfied with their health care benefits, down from 66 percent.

But the survey also showed some areas of improvement. For example, 41 percent of respondents said they believe that their employers are doing enough to help them prepare for retirement, up from 38 percent in 2005. Forty-two percent of employees today agree that promotions go to the most qualified employees in their organization, up from 29 percent in 2005, and 46 percent agree that their organization does an adequate job of matching pay to performance, up from 33 percent.

“Employees see a ‘disconnect’ between what employers are promising and what they are delivering,” said Mindy Fox, a senior partner at Mercer in a statement. “Organizations should re-examine their deals – both the traditional and non-traditional elements – then support them with effective administration and consistent, authentic communication that fosters a sense of belonging and helps employees make better rewards choices and career decisions.”